Strategies to Improve DEI Programs

💡 The rollback of #DEI initiatives under the guise of “colorblindness” or “meritocracy” ignores the very real structural barriers that persist. It assumes a level playing field where NONE exists. A vitally important read from Katica Roy: Here’s what leaders must do: ➡️ Commit to closing pay gaps: Black women earn 34% less than white men, amounting to nearly $1 million in lost wages over a lifetime. Companies must eliminate pay inequities and enforce transparent salary practices. ➡️ Diversify leadership pipelines: Analyzing data from Pipeline’s research, we found that the promotion gap for Black women is twice that of all women. Black women must be promoted at equitable rates and given the same access to leadership training and sponsorship as their peers. ➡️ Eliminate bias in performance reviews: Pipeline’s analysis of performance review data reveals that one in three reviews contains bias, which in turn doubles the time it takes for women to receive a promotion. Companies must use inclusive, AI-driven, data-backed performance and potential review processes to reduce bias and increase objectivity. ➡️ Ensure paid leave for Black breadwinner moms: Over 51% of Black households with children are led by breadwinner moms, yet more than one-third lack access to paid sick leave. Providing paid caregiver leave is essential. ➡️ Hold executives accountable: DEI initiatives must be measured and tied to executive performance evaluations and compensation—just like any other business metric. Daisy Auger-Domínguez (she/her/ella) Cate Luzio Dee Poku Spalding Michelle Gadsden-Williams Mita Mallick Ellen McGirt Adaora Udoji

Leaders' overreliance on "DEI programming" is one of the biggest barriers in the way of real progress toward achieving #diversity, #equity, and #inclusion. Do you know where these events came from? The lunch and learns, cultural heritage celebrations, book clubs, and the like? Historically, these were all events put on by volunteer advocates and activists from marginalized communities who had little to no access to formal power and yet were still trying to carve out spaces for themselves in hostile environments. For leaders to hire figureheads to "manage" these volunteer efforts, refuse to resource them, and then take credit for the meager impact made nonetheless is nothing short of exploitation. If your workplace's "DEI Function" is a single director-level employee with an executive assistant who spends all day trying to coax more and more events out of your employee resource groups? I'm sorry to say that you are part of the problem. Effective DEI work is change management, plain and simple. It's cross-functional by necessity, requiring the ongoing exercise of power by executive leadership across all functions, the guidance and follow-through of middle management, the insight of data analysts and communicators, and the energy and momentum of frontline workers. There is no reality where "optional fill-in-the-blank history month celebrations" organized by overworked volunteers, no matter how many or how flashy, can serve as a substitute. If your workplace actually wants to achieve DEI, resource it like you would any other organization-level goal. 🎯 Hire a C-Level executive responsible for it or add the job responsibility to an existing cross-functional executive (e.g., Chief People Officer) 🎯 Give that leader cross-functional authority, mandate, headcount, and resources to work with other executives and managers across the organization on culture, process, policy, and behavior change 🎯 Set expectations with all other leaders that DEI-related outcomes will be included in their evaluation and responsibility (e.g., every department leader is responsible for their employees' belonging scores and culture of respect in their department). 🎯 Encourage responsible boundary-setting and scoping of volunteer engagement, ensuring that if Employee Resource Groups and DEI Councils/Committees want to put on events, it is because they are energized and supported to do so—not because they feel forced to run on fumes because it's the only way any impact will be made. It's long past time for our workplaces' DEI strategies to modernize away from the volunteer exploitation of "DEI programming" toward genuine organizational transformation. What steps will your leaders take to be a part of this future?

To redefine DEI as “inclusive leadership from every employee, then scale,” consider these 12 strategies: 1. Shift DEI from an HR program to a leadership approach that activates company values through every employee. 2. Shift from perceived intrusions on personal values to showing how inclusive leadership boosts careers and honors individual beliefs. 3. Expand DEI from identity-specific disadvantage to helping every employee navigate their own mix of advantage and disadvantage. 4. Replace perceived unfair preferences in hiring and promotion with data-driven, transparent equity and equality practices. 5. Move from cultural awareness alone to building skills that foster trust and accountability across differences. 6. Reframe DEI from a cost center to a business strategy that delivers Engagement, Opportunity, and Brand value. 7. Equip not just managers, but every employee to lead inclusively—in teams, projects, business, and customer interactions. 8. Modernize DEI from static curriculum to AI-driven learning and knowledge-sharing across colleagues. 9. Move from inconsistent responses to social issues to a unified inclusion narrative grounded in company values and operations. 10. Shift from mandated training to voluntary participation that prepares people to choose inclusive leadership. 11. Evolve Employee Resource Groups to include allies and align them with strategies that build shared leadership. 12. Strengthen DEI from conflict-avoidance to proactive conflict resolution through robust skills, processes, and storytelling. When DEI is redefined this way, we: - Address real DEI challenges with clear responses - Learn with employees as they grow into inclusive leaders - Acknowledge and improve upon past DEI missteps - Build on 40 years of DEI momentum with renewed purpose Disruptive times like these manufacture doors. Inclusive leaders get to open them. Robert Baker, Subha Barry, Dr. Rebecca Baumgartner, ACC, CDE, Josh Bersin, Jennifer Brown, Tracy Burns (she/her), Lara Caimi, Gena Cox, PhD, Tami Erwin, Nick Fennell, Effenus Henderson, Natalie H., Philip Jacobs, PMP, Elise James-DeCruise, Brad Johnson PhD, Asim Khan, Aswin Krishnan, April Lough, Mitch Shepard, Mita Mallick, Keiyania Mann, Elizabeth Nieto, Charles Reader, Cory Schneider, LMFT, SPHR, CDE 🏳️🌈, Nsombi B. Ricketts, Leah Smiley, CDE®, IDC-GGE™, Sheri Crosby Wheeler, Rachel Ann Williams

In the wake of the recent executive orders targeting DEIA initiatives within federal organizations and beyond, it’s clear that the current administration is setting the stage for broader attacks on inclusion efforts. From the establishment of a “hotline” for reporting DEI language to the appointment of DEI critics to key leadership roles, these actions are not just a government matter—they are a signal of what’s to come for private businesses. As I’ve said before, it’s going to get worse before it gets better. However, instead of retreating, we must act now. The playbook being deployed isn’t new, and it’s more important than ever to double down on creating cultures of belonging and environments where all voices are valued and heard. Here are six actionable steps leaders can take to safeguard and strengthen their commitment to building inclusive workplaces: 1. Embed DEI Into Core Business Strategy Treat DEI as integral to your business strategy, not a separate initiative. Align DEI initiatives with organizational objectives, and tie them to measurable outcomes like employee retention, innovation, and customer satisfaction. Pro Tip - Ensure Merit, Excellence & Intelligence (MEI) is highlighted. 2. Invest in Psychological Safety Ensure your workplace fosters open communication where employees feel safe to express themselves without fear of retaliation. This foundation of trust enables innovation and builds stronger, more cohesive teams. 3. Be Transparent and Data-Driven Use metrics to assess the current state of your culture and workforce. Share findings transparently with employees and leadership. Pairing data with storytelling humanizes the numbers and helps make the business case for DEI. 4. Strengthen Leadership Equip leaders with the cultural competency and tools they need to champion inclusion authentically. Empower them to drive change at every level of the organization, making them visible advocates for a culture of belonging. 5. Collaborate Across Sectors Join forces with advocacy groups, industry leaders, and community organizations to share resources, amplify impact, and stand united in advancing inclusion. This collective approach can strengthen resilience against external pressures. 6. Listen, Learn, and Adapt Create regular opportunities to listen to employees and communities impacted by your decisions. Use their feedback to refine and adapt your DEI strategies to remain relevant and effective. While the current climate might be challenging, this is also an opportunity to reaffirm your commitment to creating workplaces where everyone feels valued and supported. Proactive leadership in the face of adversity not only protects your organization but also positions it for success as workforce and market demographics continue to evolve. Rise to meet the challenge, stay the course, and collaborate to create a workplace where belonging thrives. Together, we can ensure our workplaces are resilient and inclusive moving forward.

I’ve stayed quiet on an issue that’s becoming increasingly difficult to ignore. Today, another colleague reached out after their DEI role was eliminated, seeking guidance on what to do next. Historically, DEI roles have not served as a direct resource or business driver for East Coast Executives. Our primary focus has always been on diversity recruitment and career strategies. However, many who have commanded these positions are more than just peers—they’ve become trusted friends and valued colleagues over the years. It’s disheartening to see these efforts reduced, but now is the moment for corporate leaders to rethink how to continue pushing the diversity mission forward, even without dedicated DEI roles. Here are three strategies to consider: 1. Embed DEI into Core Business Strategies: DEI should not be a standalone initiative—it must be woven into your company’s business goals. Make diversity, equity, and inclusion integral to decision-making processes, from hiring to product development to leadership appointments. When it’s core to your strategy, it becomes everyone’s responsibility. 2. Empower Leadership Accountability: Without DEI departments, the responsibility to drive diversity efforts needs to sit squarely on the shoulders of your leadership teams. Hold them accountable for creating inclusive environments where diverse talent can thrive. Setting measurable goals and tracking progress can help ensure that DEI remains a priority. 3. Leverage External Expertise: If you no longer have in-house DEI experts, partner with organizations like East Coast Executives to support your recruitment and talent acquisition strategy. We’ve been helping companies create inclusive hiring practices and fostering environments where diverse talent can succeed. You don’t have to do this alone—there are resources available to help you stay on course. To the corporate leaders reading this: Now is the time to act. Don’t let the elimination of roles lead to the elimination of your equity commitment. And to those DEI professionals impacted by these cuts: Know that you are not alone. East Coast Executives is here as a resource to help guide your next steps. Let’s continue this important work, together. #Diversity #Equity #Inclusion #Leadership #EastCoastExecutives

Google just agreed to pay $50M to settle a racial bias lawsuit. But the real story? The warning signs were there years ago—and they were ignored. 🚨 Back in 2018, over 20,000 Google employees staged a global walkout, protesting how the company handled sexual harassment claims, and the $90M exit package they gave to an executive, Andy Rubin , the creator of the Android software, even after the company concluded that a harassment claim against him was credible! Then came April Christina Curley, a diversity recruiter at Google who raised concerns about how Black candidates from HBCUs were treated. Her reward? She was dismissed. And now, years later, the company is paying the price—economically and in their reputation. Having spent decades in tech and corporate leadership, I’ve seen this movie before! These situations unfold slowly—not all at once, but in small missteps that are ignored. But I’ve also seen how powerful it can be when a leader listens early, acts with intention, and builds a fair system of accountability with checks and balances before a crisis forces their hand. But this isn’t just about Google. It’s about every company out there that thinks DEI is optional—especially now in face of all the anti-DEI actions and rhetoric. To these leaders I say, "proceed at your own risk, because data and history show just the opposite to be true." ✅ It's a fact that when done right, DEI is a safeguard that helps you attract the right talent, retain your best people, improve decision-making, and yes, it protects you from the kinds of legal and reputational risks that make headlines. So what can organizations do today to build a stronger, safer culture? Here are 4 things I'd recommend: 🔎 Make inclusion measurable – DEI isn’t fluff. Use real-time data to find out where the gaps are, what’s working and what’s not. 🤩 Create safe spaces for feedback – Anonymity isn’t dangerous. It’s how you achieve transparency as an organization and get honesty from your employees. 📊 Audit your people processes – From hiring to promotions and pay equity – unconscious bias will creep in over time unless you actively manage and remove it. 🛠️ Equip your managers – Inclusive leadership isn’t innate. It’s a skill—one that can be modeled and developed. If you’re re-thinking your DEI strategy in this new environment, I encourage you to read the full story (link to be posted in the comments) and feel free to add a comment or DM me. Let's get the conversation going. The stakes are too high to get it wrong. 🧭 It’s time we stop treating DEI as a “nice to have” that can change with the way the wind is blowing—and start seeing it for what it really is; a core business function that protects and propels organizations. Because when inclusion is real, everyone wins. 👏 #Leadership #Culture #HBCU #Inclusion #DEI #HR #BusinessStrategy #EmployeeExperience #Retention #Accountability #Android #settlement #lawsuit Image credit: The Source Los Angeles. 🙏

DEI Rollbacks: A Step Backward—But We Can Keep Moving Forward Toni Morrison once said, “The very serious function of racism is distraction. It keeps you from doing your work. It keeps you explaining over and over and over again, your reason for being.” That is exactly what is happening with the current administration’s attacks on DEI programs. They’ve co-opted the language of equity to claim “reverse racism,” falsely asserting that they are “ending illegal discrimination” and “restoring merit-based opportunity.” But the underlying message is clear: a manufactured narrative that suggests DEI programs take opportunities away from deserving individuals, implying that those who don’t fit the dominant identity are somehow unqualified. Let’s be clear—DEI is not about excluding talent. It is about expanding access. These programs create pathways for historically excluded communities—including women, veterans, and individuals with disabilities—who possess the skills, qualifications, and, in many cases, are overqualified but would have otherwise been overlooked due to systemic barriers. As a Non Profit Executive, I’ve led  successful strategies that fostered equitable pathways and true inclusion. And if organizations want to thrive, we don’t need less of these strategies—we need more. The facts don’t lie: Studies consistently show that diverse teams drive more innovation, make better decisions, and yield higher profits. Yet, despite this evidence, we are witnessing a rollback of DEI efforts across industries. So what can we do? Even in the face of these rollbacks, organizations can continue advancing equity in meaningful ways: ✅ Embed DEI into core business strategy. Move beyond performative gestures—ensure inclusion is a fundamental part of how decisions are made and who gets a seat at the table. ✅ Reframe DEI as a driver of innovation. Position diversity, equity, and inclusion as competitive advantages, emphasizing their proven impact on creativity, problem-solving, and business success. ✅ Prioritize inclusive hiring practices. Implement skills-based hiring, equitable advancement opportunities, and mentorship programs to cultivate diverse leadership pipelines. ✅ Leverage Employee Resource Groups (ERGs). Support and fund ERGs to empower employees, foster belonging, and create spaces for underrepresented voices. ✅ Hold leadership accountable. Ensure executives and decision-makers are actively championing equity efforts, not just delegating them. DEI is not about checking boxes—it’s about unlocking potential. Despite the distractions and political rhetoric, we must remain committed to building workplaces where talent thrives, opportunity expands, and inclusion fuels innovation. How is your organization maintaining its commitment to DEI in these times? Let’s keep this conversation going. 👇🏾 #DEI #Equity #Leadership #Inclusion #Innovation

I have seen this phenomenon impact many of my clients. Focusing on performative DEI work, such as cultural celebrations, one-time training programs, or events, does not yield effective results. Instead, as Harvard Business Review's research shows, systemic adjustments to hiring, promotion, and pay decisions do work. Want other evidence-based ideas that work? 💡 Referral programs 💡Upskilling programs 💡Mentoring programs 💡Flexible scheduling 💡Performance-based retention programs And, these programs don't just benefit historically marginalized groups. They benefit ALL employees. Read the full article here: https://lnkd.in/ge6GPX2v #inclusion #allyship #DEI